Gallagher Bassett is a fine company to work for, so long as you know the right people. - Avis employé Employé (anonyme) Gallagher

3,0
14 sept. 2008
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Gallagher Bassett overall has a laid back atmosphere and pays well enough for the duties that are required of their employees. The hours are good (flexible time off) and coworkers tend to be very friendly.

Inconvénients

The company's structure is that of a boy's club, where female employees will rarely be offered the opportunity to advance at the rate of their male counterparts. Take into account the fact that there are actually slightly more women than men in claims positions, and the lack of female managers is all the more obvious. The workspaces themselves need a dramatic overhaul as well, as the computers are antiquated and the proprietary software being used by the company (Risx-Facs) is barely functional for a good portion of the day (sometimes as much as a half-hour every single day). This has been in the phase of "we're working on a solution" for at least the past 4 years, and the changes that have been made recently are not optimized to run on the ancient computers, so the amount of freeze-ups are too numerous to count.

Découvrez plus d’avis sur Gallagher

5,0
22 mai 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Good people, opportunities to be challenged and learn

Inconvénients

Complex industry with moving parts

4,0
8 juin 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Great work-life balance as a remote employee. Management is approachable and genuinely willing to help when it comes to workload — you never feel like you're on your own.

Inconvénients

Mentorship is largely self-driven. if you don't seek it out yourself, it won't come to you. Systems and internal processes can be slow and tedious, which adds friction to an already fast-paced workload. Compensation does not reflect the complexity or volume of work expected. High performers who are ready for the next step would benefit from clearer, more proactive promotion paths. When that structure is missing, talented people disengage quietly long before they ever leave.

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